It is essential for your organisation to have correctly drafted job / role profiles. This together with your updated reporting structure and grading of your job categories will provide you with the foundation or internal equity platform for managing your human capital.

We have decades of experience in grading jobs and / or providing skills transfer to job evaluation committees, human resources / remuneration commities of the board and other relevant organisation stakeholders spanning over 3 decades using the Paterson or our customised job evaluation systems developed to suit our client's requirements.

The market for any job category is “where you lose your human capital or attract your human capital from”. It is therefore essential to use and target the correct salary surveys. The 3 competitive market organisation positions are to lag, match or lead your organisation's targeted competitive market(s).

Averile Ryder Global Reward Specialists

Averile Ryder Global Reward Specialists have processed salary, benefits and conditions of employment surveys and in addition has also consulted to numerous profit, public and non-profit sector organisations in remuneration (or compensation) and human resources across Pan Africa for collectively over 40 years and has repeatedly witnessed that those organisations who have transparent, fair and defensible remuneration or reward strategies attract and retain the best available talent. This always results in more effective, sustainable, economically and socially responsible and if relevant profitable organisations. Here in South Africa, across all industry sectors, organisations which emerge as successful and attract and retain the best talent, too name but a few, are Unilever, Microsoft, SAB, SARS, etc.

In your organisation you can begin to attract not only the right talent but also ensure that you get the “best bang for our buck” by having fair, defensible and sustainable reward strategies, policies and procedures in place. We are also of the opinion that the more knowledgeable and informed the decision makers in your organisation are about remuneration and reward, results in more transparent, fair and defensible strategies, policies and procedures. You need to find a balance between paying too little, risking losing valuable human capital or paying too much and unwisely spending your organisation's resources.

Components of an effective compensation strategy

Components of an effective compensation strategy should consist of the following:

Internal Equity

Equal pay for equal work within the same organisation

External Equity

Equal pay for equal work when compared to your organisation's comparators or competitive market

People Equity

Individual employee or team team recognition and reward

Competitive Market Position

To be a lead, lag or match payer within your organisation's competitor or comparator market sector.

The table below further describes these concepts:

Components of an effective compensation strategy

Internal Equity

This includes having and / or developing job descriptions / profiles for all job categories, making use of job families / level descriptors. Grading the relevant job categories and NOT the person.

External Equity

"The market for any job category in your organisation is where you lose your labour to or attract your labour from" The correct salary surveys therefore need to be targeted by your organisation for your key and / or core human capital.

People Equity

This includes: performance management, short term incentive and retention bonus programs.

Competitive Market Position

Your organisation’s competitive market position or compensation strategy could be to be a lead, lead match, match, match / lag or lag payer.

Are you aware that the average guaranteed salary increase for the ARGRS NPO Salary Survey participant organisations during the period 1 August 2017 to 31 July 2018 was 6,1 per cent and for the same corresponding period, the average South African CPI was only 4,6 per cent!!!!!

ORDER A COPY AND HAVE ACCESS TO NPO PAY & HR PRACTICES IN SOUTH AFRICA

Are you aware that the average guaranteed salary increase for the ARGRS NPO Salary Survey participant organisations during the period 1 August 2017 to 31 July 2018 was 6,1 per cent and for the same corresponding period, the average South African CPI was only 4,6 per cent!!!!!

ORDER A COPY AND HAVE ACCESS TO NPO PAY & HR PRACTICES IN SOUTH AFRICA